Posts Tagged ‘human resources’

Today, we’re going to share some great articles about, Ask these 24 interview questions to find a marketing rock star, Build your management team, 1 Smartphone, 5 ways to show you’re qualified for the job, 10 Underrated recruiting tools should start using today.  If you are looking to hire, stop by and visit  RecruitAlliance.

Ask  these 24 interview questions to find a marketing rock star:   When it’s time to expand your startup’s growing team, you can’t go wrong with hiring a marketing strategist. Sure, accountants, customer service reps and other specialists are all important, but it’s your marketing team that puts money directly back into your pocket. But, of course, you don’t want just any marketer. You want a true rock star -- somebody who’s going to move the needle for your business.  …Read More…

much as possible yourself. It's the most cost-effective, comfortable, sensible way to do things in the beginning. But as your enterprise grows, you'll find yourself stretched thinner and thinner. Eventually, you'll find you just can't continue to oversee operations and sales and accounting and fulfillment and marketing--and hope to continue to grow your business. …Read More….

1 Smartphone, 5 ways to show you’re qualified for the job:  Speed matters when you’re applying for jobs. If you’re always waiting to get to a laptop, it might be too late. That’s one reason for you to get comfortable with using your phone for more than Facebook videos and Instagram posts. Your phone is the most important communication tool you own. It’s time to unleash its potential in your job search …Read More… 

10 Underrated recruiting tools should start using today:   Welcome to Top 10,’s weekly rundown of the best of the best in recruiting! Every Friday, we release a list of some of our favorite people, things, and ideas dominating the industry. From awesome tech tools and cool companies to great books and powerful trends, no stone in the recruiting space will be left unturned.  …Read More… It is not the strongest of the species that survive, nor the most intelligent, but the one most responsive to change."  Jean –Luc Picard

Choosing The Right Hire……

Comments Off on Choosing The Right Hire……Written on August 8th, 2017 by
Categories: Corporate Recruiters, Human Resources, Third-Party Recruiters
Today, we’re going to share some great articles about, Having trouble hiring the right employees?, Build your management team,  boost your resume by working aboard,  How to hire the best talent from the newly graduated developer pool.  If you are looking to hire, stop by and visit  RecruitAlliance.

Having trouble hiring the right employees?   Adding to a team can be tricky. So we asked 10 entrepreneurs: How do you welcome new employees and make them part of your culture? When someone is new to a team, the little things can be the most frustrating. That’s why we make a point to cover them -- what number to dial for an outside line, how to use the photocopier, the best locations for a quick lunch, where the restrooms are   ..Read More…

Build your management team:   In the early days of running your own business, it's natural to try to do as much as possible yourself. It's the most cost-effective, comfortable, sensible way to do things in the beginning. But as your enterprise grows, you'll find yourself stretched thinner and thinner. Eventually, you'll find you just can't continue to oversee operations and sales and accounting and fulfillment and marketing--and hope to continue to grow your business. …Read More…

boost your resume by working aboard:   Whether you just finished high school, are graduating college, or would simply like a change of pace, a working holiday abroad could be just the boost your career needs. Working holidays not only encourage cultural exchange, but are also great ways to skill up, step out of your comfort zone, and make new connections the world over. …Read More…

How to hire the best talent from the newly graduated developer pool:  While recruiting is tough for us all, tech sector employers face an especially difficult battle for talent. The pool of qualified, eligible applicants for tech roles always seems to be too small. As a result, graduation season is especially important to tech companies, as it gives them access to a fresh pool of talent. …Read More…

It is not the strongest of the species that survive, nor the most intelligent, but the one most responsive to change."  Jean –Luc Picard

HR- It’s Time To Reset…..

Comments Off on HR- It’s Time To Reset…..Written on July 27th, 2016 by
Categories: Corporate Recruiters, Human Resources, Third-Party Recruiters
Today, we’re going to share some great articles about. How to build your Internal recruiting Practice, 5 tips for better sourcing via improved job Descriptions, Human resources- It’s time for a reset. If you’re an agency recruiter or hiring company, stop by and visit RecruitAlliance.

How to build your Internal recruiting Practice: External recruiters are a crutch. I need to be careful with this one, lest I misrepresent my point, but hear me out. What is “recruiting?” Visit different companies and you’ll find the definition …Read More…

5 tips for better sourcing via improved job Descriptions: Writing great job descriptions and advertisements that actually deliver the type of applicants you are targeting is a very overlooked aspect in sourcing. All employers of all types are shortchanging themselves by not fully taking advantage of the opportunity. …Read More…

Human resources- It’s time for a reset: According to a recent Harvard Business Review article, the road to top jobs in major corporations is shifting. The article, which details research findings relative to “The New Path to the C-Suite,” discusses how the functions of marketing, finance and human resources (HR) are evolving. But perhaps the most crucial finding points to the struggles HR executives face when it comes to gaining clout in the C-Suite. …Read More…

“Coming together is a beginning; keeping together is progress; working together is success.” -- Henry Ford

Career Advancements……

Comments Off on Career Advancements……Written on July 15th, 2016 by
Categories: Corporate Recruiters, Human Resources, Third-Party Recruiters
Today, we’re going to share some great articles about, How to create paths to career advancement that matter to your employees, This is the key to real collaboration in tech, What is Talen AMD and why is it the future of recruiting, If you’re an agency recruiter or hiring company, stop by and visit RecruitAlliance.

How to create paths to career advancement that matter to your employees: It’s no secret that offering professional development opportunities and career training appeals to job candidates. According to a 2014 Global Workforce Study conducted by Towers Watson, career advancement opportunities matter most to employees when deciding to join or leave an organization. …Read More…

This is the key to real collaboration in tech: No one knows and appreciates the virtues of a collaborative work environment more than Jason Saltzman, founder and CEO of New York City-based shared workspace Alley. The key to making a true collaborative environment work? Open source technology, Saltzman says. …Read More…

What is Talent AMD and why is it the future of recruiting: AMD: (Acquisition, Management and Development). Wouldn’t it be nice if hiring were as simple as writing out a job description and finding the perfect person fitting the role and the aspirations of the hiring manager at just a click of a button? …Read More…

“The best preparation for tomorrow is doing your best today.” - H. Jackson Brown, Jr.

Century Human Resources…….

Comments Off on Century Human Resources…….Written on July 13th, 2016 by
Categories: Corporate Recruiters, Human Resources, Third-Party Recruiters
Today, we’re going to share some great articles about, 5 Roles that will power 21st century human resources departments, 3 Ways Predictive analytics help you hire better, Why constant learning is critical to your career. If you’re an agency recruiter or hiring company, stop by and visit RecruitAlliance.

5 Roles that will power 21st century human resources departments: A 21st century company has to be employee-centric in order to stay relevant and push the boundaries of industry. After all, it’s great people that make a great company.  …Read More….

3 Ways Predictive analytics help you hire better: We’ve been inundated with bewildering big data for years now. Thankfully, predictive analytics has emerged to help us put that data to use in ways that drive business results. In talent acquisition (TA), predictive analytics is a tool that helps companies hire better and faster. In today’s highly competitive talent market, doing so is key …Read More…

Why constant learning is critical to your career: The key objective of this policy is to improve cohesion and collaboration between different functions and specialisms, and to increase internal mobility. For staff at all levels, learning is important and the emphasis on collaboration means that alongside the external training, expert employees share their expertise with classes covering fencing, Spanish and knitting, …Read More…

“Good, better, best. Never let it rest. 'Til your good is better and your better is best.” - St. Jerome

Talent Acquisition Fail – 6 Mistakes Your Company is Making and How to Fix Them Now

Comments Off on Talent Acquisition Fail – 6 Mistakes Your Company is Making and How to Fix Them NowWritten on July 6th, 2016 by
Categories: Corporate Recruiters, Human Resources
Talent Acquisition Fail - 6 Mistakes your Company is Making and How to Fix them NowTalent Acquisition Fail:  6 Mistakes Your Company is Making and How to Fix Them Now

Every small, medium and large business entity understands the importance of hiring good people.  Recruitment stands as one of the greatest expenses and operational challenges for most organizations.  Companies spend thousands of dollars per year to have the latest Applicant Tracking System, access the best job boards, and tap in to all of the niche resume databases.  They operate multiple career pages, manage social media platforms, and use staffing agencies—all to fill their jobs faster than their competitors.  What tools can companies’ leverage to gain access to top talent, while effectively managing the bottom line?  How can Human Resources and corporate recruiters expand their talent pool, without financial risk while focusing on retention—after the hire?

Let’s examine the top 6 mistakes most companies are making today, and discuss how to turn your recruitment process in to a well-oiled machine!

TA Fail #1:  Lack of a cohesive talent acquisition strategy.  When was the last time your TA team sat down to review the tools and systems currently in place?  Of those systems, which ones are providing the greatest return?  How often are you evaluating these methods, and getting rid of the ones that aren’t driving results?  In order to make a positive change that will impact the success of a company’s hiring process, you have to take a strategic approach.  Organizations’ who don’t adopt this way of thinking are sure to struggle in attracting, recruiting and retaining the right candidates.

TA Fail #2:  Under-utilization of staffing and search firms.  Recruiting agencies fill a lot of important jobs with top talent.  When you want to hire the CEO of your competitor, you’re not just going to give them a call and offer them a job.  (Imagine the talent war that action would start!) There are many examples of circumstances where agencies save the day and deliver quality hires—but the cost is directly related to the service they deliver.  When the Accounting Department is losing 15K per day in revenue because the CFO resigned, paying a 40K placement fee to fill the role seems like a bargain.  When your Emergency Department is down 11 nurses, and the 6 others on the team are ready to walk out because they’re being asked to work double-shifts without any days off, hiring Travel Nurses through an agency seems like a sound business decision.  There are tons of examples in the case to utilize staffing agencies.  You don’t pay unless you hire (unless it’s a retained search), and they offer guarantees that ensure you receive a reasonable ROI.  Forward-thinking companies today incorporate agencies in their overall recruitment strategy.

TA Fail #3:  No game plan for the internal recruiting team.  Let’s face it; recruiters today are inundated with apps, websites, tools, and more (usually with a cost) to source candidates.  Knowing what items work and what overlaps solutions you already have in place can be a daunting discovery process.  TA Directors and leaders should designate a point-person to review and demo new technologies, and share with the team before allowing individual recruiters to become distracted.  Always have the recruiting team focus on those areas that ensure results:  Direct communication with candidates, recruiter interviews and scheduled hiring manager interviews.

TA Fail #4:  Relying on an Applicant Tracking System to be the “Holy Grail” of recruiting.  Applicant tracking systems help employers save time and paper and help them stay organized. Without them, recruiters would have to spend much more time filing and shredding papers or moving and deleting emails. With applicant tracking systems, there is no risk of an employer accidentally deleting the email containing the resume of the applicant the company wants to hire. An ATS also makes it easy for employers to keep tabs on the hiring process and to communicate with applicants directly.  Those simple uses aside, ATS providers sell add-on modules that do everything from cross posting jobs to major job boards, email blasting the database, and even manage staffing vendors from within.  Has your team evaluated the ROI of your ATS?  Are you able to easily configure the system to do what you need it to, without spending thousands more on implementation, training, and roll-outs?  Applicant Tracking Systems are crucial in today’s business climate, but purchasing systems with too many add-ons may not be worthwhile in the end.

TA Fail #5:  Not using a Vendor Management Solution to manage third-party recruitment agencies.  We just talked about what an ATS should reasonably do.  A vendor management system (VMS) is an Internet-enabled, Web-based application that acts as a mechanism for business to manage and procure staffing services – temporary, and, in some cases, permanent placement services – as well as outside contract or contingent labor.  Imagine working with 20 staffing agencies to fill a set of jobs.  You have to have initial meetings with each agency, engage in regular phone conversations with the recruiters, go through negotiating the contract (fees, guarantee and terms), get everything approved through the legal department, and then wait to receive candidates.  Since time is money, this is a time-consuming and expensive way to manage these important Vendors.  When you leverage a VMS like RecruitAlliance, you have one contract, one fee and one platform to streamline the entire process—at no cost and with no implementation fees.  Vendor Management solutions like RecruitAlliance allow employers to manage their recruiting vendors and their agency talent pool more efficiently and effectively.  They even offer managed billing service, so you only have one payee versus sending checks out to multiple agencies.

TA Fail #6:  Avoiding evaluating the Customer experience in the recruiting process.  Corporate recruiters and HR have two sets of customers; internal and external.  There is a lot of discussion around providing a quality candidate experience—but isn’t the hiring manager’s experience just as important?  Talent Acquisition departments everywhere have lost their way when the spotlight is placed exclusively on how the candidate perceives the hiring process.  To ensure all parties have the best engagement possible, recruiters must openly communicate and stop hiding behind email.  Introductions can be made via email, but deals are closed either on the phone, through video conferencing, or in person.  The personal touch will never go out of style!

Technology has changed the way human resources and talent acquisition teams recruit top talent.  It’s imperative that we stop allowing tools and resources to distract us from recruiting the most qualified candidates, and focus on implementing a quality strategy that produces results.  TA fails are really just examples of recruiting challenges left to be won.  Organizations who take their fails and upgrade them to wins will experience an expanded talent pool, higher quality hires and an increased bottom line.

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What Social Media Recruiting Won’t do for your Organization

Comments Off on What Social Media Recruiting Won’t do for your OrganizationWritten on January 30th, 2012 by
Categories: Corporate Recruiters, Human Resources, Third-Party Recruiters
RecruitAlliance is your cloud-recruiting solutions.Since 2009, Social Media has been termed "the game changer" in the world of recruiting. Candidates and their contact information is more widely accessible than at any other time in history, and all employers have to do is create engaging content to easily reel in top talent. Has this been your company's experience? Are the A-players in your space knocking down doors to join your company, because you have a presence on social media sites, like Facebook, LinkedIn, YouTube, Twitter, and blogs like WordPress or Blogger?

Here are three things Social Media will NEVER accomplish for your recruiting efforts, and the one tried and true way to hire top talent in any environment.

1. Social media is like a huge Rolodex; if you don't reach out to your target prospects, you can't recruit them. In the old days, headhunters and staffing specialists used the phone book to find candidates. Sites like LinkedIn and others are merely another way to gain access to contact information. If your company can't attract and hire these candidates before your competitors do, the social networks have really only taken over where the Yellow Pages left off.

2. Does your internal recruiting department have time to research and reach out to target candidates on the social networks, one by one? That doesn't sound like a reasonable solution for most HR departments. It's more likely that your job posting activities have transferred from print ads and online job boards, to one or more social networks. Essentially, you're still connecting with those active candidates you probably would have gained access to previously.

3. Social media allows you to build a more engaging employment brand, but that's not free. Creating, updating, managing, and maintaining profiles on all the major social networks is time consuming and costly; not to mention the fact it requires that someone consistently engage in reputation management. Now more than ever, disgruntled employees or customers can post negative things on your social networks and the web in general, that must be addressed immediately. In days past, complainers contacted the Better Business Bureau, where these types of matters were investigated before being added to your file. Today, individuals can post whatever they want, without challenge.

While the unemployment numbers have remained high, there's been no shortage of candidate flow for most organizations. Most of us in recruiting realize good candidate flow does not always equal quality talent options. While social media has provided employers with greater access to candidates and their contact information, the problem remains--how to take those individuals from just another entry in the "social media rolodex" to a new hire.

Certainly, social media has a place in recruiting, but it only takes organizations a step closer to the best of the best candidates. Essentially, it provides unlimited access to the candidate pool you always had access to. Third-party recruiters and agencies continue to remain one of the top solutions for companies who want to fill key positions with exceptional talent. Employers can simplify the process of working with external recruiters when they utilize their complimentary membership with RecruitAlliance. To learn more about this powerful, cloud-based recruiting solution, go to

Third-Party Recruiters: Increase your earnings in 2012

Comments Off on Third-Party Recruiters: Increase your earnings in 2012Written on December 12th, 2011 by
Categories: Third-Party Recruiters
RecruitAlliance can connect TPRs with viable, fee-eligible opportunities to fill.As we near the end of 2011, it's a good time to reflect on your current business practices; what's working, and what you must change in order to increase revenue in the upcoming year. One of the key mistakes many agency recruiters make, year after year, is continuing to do the same process over and over, instead of tweaking it to gain the highest level of productivity.

Let's talk about some basic tips to increase your billings in the new fiscal year, and how to grow professionally and financially in 2012.

1. Evaluate your relationships with Human Resources, with all of your valued clients. Contingency recruiters tend to have "stressed" relations with HR for a variety of reasons. HR Directors and Managers have the ability to completely shut out a recruiting agency, should they choose to. Take a look at each individual relationship with your clients, and determine whether it's time to connect with someone from HR. Create friends with them, and offer to provide them with value. As HR's role continues to expand and evolve in 2012, it's important to have them on your side, versus in an adversarial position.

2. Take the time to understand your client's internal recruiting process. Working as a headhunter or staffing specialist is about cultivating solid relationships with hiring companies. The days of making a "hard sell" in recruiting are long gone. In order to remain competitive, and garner respect from your clients, you must take a consultative approach to this relationship. To successfully accomplish this task, ask probing questions to uncover their needs. Offer viable solutions that address their pains.

3. Human Resources can be your best friend, or your worst enemy. Whether TPRs address it or not, the fact remains that HR is a powerful department within any organization. They have the ability to approve your partnership within their organization, or deny you altogether. Doesn't it make sense to partner with this group to gain more business from your current clients? Perhaps you're currently providing talent acquisition services for one department within a particular firm. With human resources buy-in, you could be managing the recruitment effort across the board. Work smarter, and increase your income potential.

In 2012, the importance of building solid relationships across organizations will be more important than ever. After all, as more technology-based solutions continue to flood the market, companies will realign their recruiting budgets to coincide with the latest, greatest tool that fills jobs. The only true way to differentiate yourself in the new year is to build better relationships, provide better customer service, and to deliver results.

Let RecruitAlliance connect your recruiting agency with viable, fee-eligible positions to fill. To learn more, visit the RecruitAlliance website.

Leveraging a Bad Economy to Gain High-Caliber Local Talent

Comments Off on Leveraging a Bad Economy to Gain High-Caliber Local TalentWritten on November 28th, 2011 by
Categories: Corporate Recruiters, Human Resources
Let RecruitAlliance help you uncover top talent in an uncertain economy.A weakened economy continues to be a newsworthy item across the country. We read signs of hope one day, and hear about more jobs lost the next. One thing is for certain; until there is a true upswing in the current economic conditions, employers and hiring organizations must be cognizant of the fact this is a great time to tap into a quality talent pool.

What's the most efficient way to sort out the top talent in your local area? How can companies who aren't laying off, take full advantage of this temporary situation in their favor?

Here are five tips to help human resources and corporate recruiters leverage a poor economy to efficiently hire exceptional employees.

1. Use the mobile platform. The smart phone is the most powerful communications medium, simply because prospects are constantly on it and carry it with them at all times. Make sure that your corporate website is compatible with smart phones, and use text, voice, and videos to communicate your message. Obtain candidates' permission to send new job openings via email or SMS, and get the word out.

2. Hiring freeze recruiting. Target your recruiting to begin whenever a competing firm has instituted a hiring freeze or slow down. Off-cycle recruiting during an economic downturn or a period of layoffs is also almost always a good strategy for lesser-known companies.

3. Side-by-side job sell sheets. Provide your hiring managers with a single sheet that shows how your firm and its offer may be superior to likely offers from competing firms. This practice can help managers with weak selling skills and allows candidates to see the “big picture” value of working for your company.

4. Contact them on the “right day.” Candidates who say no initially may change their mind after they experience a negative “triggering” event such as the firing of a boss or friend, a merger announcement, or major change within their current company.

5. Be prepared when a competitor is in trouble. When a competing firm is undergoing cutbacks, staff reductions, or other turmoil, increase your recruiting efforts to target their best people. Always be “in-the-know” in your community; know what companies are leaving, moving to the area, and in financial trouble. Open a dialog with candidates you know will be leaving or facing a lay-off from the competitor, and keep in touch on a regular basis. It is essential to think and act strategically.

RecruitAlliance can assist companies in uncovering top talent, faster and more efficiently. This powerful, cloud-based solution is available at no cost for approved employers. To learn more, visit the RecruitAlliance website.

5 Tips to Increase Quality Referrals from Third-Party Recruiters

Comments Off on 5 Tips to Increase Quality Referrals from Third-Party RecruitersWritten on November 7th, 2011 by
Categories: Corporate Recruiters
RecruitAlliance facilitates quality communication between hiring managers and recruiters.The relationship between hiring organizations and recruiting agencies can be tumultuous. Employers often find they must work with a high volume of third-party recruiters simply to find one or two who actually produce results. This can be extremely frustrating for organizations who count on outside assistance in uncovering top talent to fill their needs.

As with any personal or business relationship, in order for both parties to come together to meet a mutually beneficial result, each side must be open and willing to communicate their needs. Here are the top five tips to assist hiring managers in increasing the quality of referrals they receive from external recruiting agencies.

1. Finding a good match requires more than just a job description. The job of a headhunter is to provide you with top quality candidates your company would not otherwise have access to. To ensure the agencies you work with have the ability to produce results, it's imperative to articulate the nuances of the position; necessary background/experience, soft skills, and the cultural fit.

2. Why would an A-player choose to work for your company over the competition? What's uniquely special about your organization that will effectively entice them to become a part of your team? A good recruiter will inquire about what makes your company special. A great one will create a white paper/marketing plan that identifies how they will represent your company in the search, and exactly where they will recruit your target candidates from.

3. Is there a reason other hires have not worked out in this role? Could there be a systemic problem within your department or organization that's creating the opening? In order for external recruiting partners to be successful in their search, this must be discussed with them, or the business relationship is set-up for failure.

4. What type of personality is going to integrate well in this department/company? Understanding the soft skills required to perform a job are just as important as the target background, experience and employment history. In order for third-party recruiters to effectively refer quality matching candidates, you have to be prepared to articulate the personality traits necessary.

5. Your feedback moves the search forward. Employers become frustrated with agency recruiters when they don't provide regular updates. Likewise, recruiters who do not obtain regular feedback from hiring decision makers have no clear direction for their search. Communication is clearly the key to ensuring prompt, efficient requisition fills.

RecruitAlliance is a cloud solution that facilitates effective communication between employers and third-party recruiting agencies. It saves both parties time, and eliminates the RFP process. To learn more about leveraging external relationships to fill more positions with exceptional candidates, visit the RecruitAlliance website.

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